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Project Management with Generation Y Presented by Martin Vaughan.

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1 Project Management with Generation Y Presented by Martin Vaughan

2 Who am I ? –20+ years Project Management experience, started in planning/scheduling –Master Project Director (MPD) accreditation with the Australian Institute of Project Management (AIPM) –Lecture at Melbourne University in Project Management –Have owned/run two businesses focused on Project Management, have employed 120+ Project Managers in that time –Currently Director at Core Consulting Group (17 staff) which has had 2 graduate programs and currently employs 6 Gen Y –Keen Sailor - skippered “Wild Side” in last Sydney to Hobart –Wife Susan, 2 kids Sarah 11 and Thomas 13, a large dog called Boags, a cat called Toosh, I play touch, am a Scout leader and own a 1970 classic car

3 Sorry I’ll make some sweeping statements, there will always be exceptions Points stated are personal opinions based on observation and life experience (so far) The objective is to inspire discussion I may be wrong, if I am I apologise

4 Generation Y are Born early 80s to mid 90s –Differs from Gen X (early 60s – early 80s) –And previous Baby Boomers (post war) Defined by –Technology - computer, mobile phone, iPod –Instant electronic communication –Multi media and file sharing Different from their parents –As is each generation

5 Gen Y, the workforce of the future Over the next 10 years, Baby Boomers will retire, Gen X will take over senior management and Gen Y will take over as the “doers” Source: Australian Bureau of Statistics

6 Generation Y have More affluent parents than previous generations and have only ever known the good times Grown up in the “no smack” “everyone wins” “can’t fail” world Been sheltered by their parents and encouraged to stay at home Been encouraged to express opinions because their opinions count Been encouraged to think globally –race and gender is less of an issue

7 Gen Y approach to work Communication style, preference for electronic Multi tasking (often combining work/personal) Dress style (clothes, shaving etc) Minimal deference to hierarchy Poor spelling and grammar Computer centric “Close enough” mentality Enjoys change Lacks loyalty –(impact of 90s downsizing affect on parents ??)

8 Gen Y value Family – frequently in touch with parents Peers – friendships and social Instant reward – want it now Money – debt driven (Hecs, Credit card) Change – want dynamic/interesting work Impact – want to make a difference Communication – want it fast and concise Flexibility – want job to fit life, not the other way around

9 Our problem or theirs ? Who has the problem, us or them ? Should we be the ones to change ? Maybe we already have changed –Work/Life balance awareness –Subtle shift in business dress (losing the tie) –Technology adoption (eg Linked in) –Mobile workplace (pda, laptop/wifi) –Easing of hierarchal norms

10 So how do you attract Gen Y Appeal to their motivations: Make the job offer about them, not about the business Money, need tangible remuneration growth Flexible, particularly work hours and location Shared vision and values Interesting workspace (funky, open and equal) Change your culture: –Work hours don’t equate to worth –You don’t necessarily have to “do your time” –Avoid the overt “boss perks”

11 So how do you keep Gen Y Change business mindset, the job becomes part of the journey not the destination –Accept they may leave –Structure job so business gets maximum short term benefit –Share ambition with person on longer term goals –Make the journey challenging and rewarding (then the journey will last longer) –Be proud of their growth, enjoy the journey Supportive environment with focus on providing opportunity and responsibility –Mentoring –Relationships and communication –Rapid skills based development Be flexible and open to change –Particularly Finance/Admin and HR processes

12 Our graduate program IT Project Management focused, target is accreditation at end of year 3 Focused on building foundation skills –Planning/scheduling –Risk, Issues and Change Management –Estimating and Cost Management –Quality Foundation skills also happen to be in high demand Fortnightly Mentoring and training –One on one and Group Defined competency targets (reviewed quarterly) Tied into defined remuneration reviews (typically six monthly) Requires effort on both sides

13 How to recruit ? We recruit graduates (tertiary qualified) in a related field, ideally with a year of some sort of work experience We value ambition and passion We recruit with a total focus on soft skills, the hard skills to teach –Communication, written and verbal –Influencing skills, astuteness We run an aptitude test plus rely on interviews We don’t expect them to have any foundation capability in Project Management

14 How to manage ? Trial period, terminate quickly Avoid using power/authority Be frank, open and honest Be values driven, lead by example –in what you do, not what you say Embrace electronic comms – mobile SMS, messenger, Set clear standards and expectations Gain the maximum benefit from them: –Ideas and innovations –Responsibility and tangible roles

15 Wrap up Gen Y are the future, in Project Management as well as in every other industry Embracing Gen Y has brought our company many benefits It has been challenging at times but it is worth the effort For more information refer or contact us on (03)


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